When employees feel their voices are being listened to, they are more likely to be engaged in their work. Providing professional development opportunities helps employees feel like they are growing within the company. This sense of progression can be a powerful motivator, fostering loyalty and commitment.
A 2022 study about the situation of workplace culture and its importance to employees in UK organisations revealed some interesting statistics, and you can see the full details here.
85% of employees stated they held company culture as an aspect in high regard and 75% of people said they actively research a prospective company’s culture before applying for a job with them. 54% of employees declared they would resign from their role if their company didn’t care about a great workplace culture
Those stats are quite remarkable, right? But just what different company cultures are there and what type factors can be implemented to help improve the culture levels?
Levels of company culture
There are different levels of company culture, and each one is important to the organisation’s overall health. Each level builds on the last, creating a foundation that supports success. To create a thriving company culture, it’s essential to understand these levels and how they work together.
Observable Artefacts
The overt and blatant components of an organisation are its artefacts. Most of the time, these are things that even a stranger can observe, such as office decor and dress codes, inside jokes, and mantras. Yes, free food and foosball are antiquities as well. Artefacts can sometimes be simple to see but challenging to comprehend, mainly if you never go deeper into a culture’s study.
Espoused Values
The company has publicly stated that these beliefs and standards interact and represent the organisation according to their values. Values are frequently reinforced via public statements, such as the aptly named list of fundamental values, as well as in the popular expressions and customs people often follow.
Assumptions
The foundation of organisational culture is assumptions. They are the attitudes and actions that are so deeply ingrained that they occasionally go unnoticed. However, fundamental presumptions constitute the heart of culture and the reference point that stated ideals and artefacts measure up against.
Ways to Develop Strong Company Culture
Determine the Culture of the Ideal Company for you
Establishing a healthy corporate culture for the business is the first step in creating one. The team is interested in the organisation’s mission and what sets it apart from other businesses in its field.
They seek to comprehend the values of the company. If an employer’s proclaimed values conflict with their own, employees will find it challenging to work for that business. Only 57% of respondents from the study claimed their country had a defined culture.
Request suggestions from staff
Any boss shouldn’t just come in and inform everyone of a change in company policies that will take effect right away. Such actions do not raise employee morale and almost certainly result in a turnover.
There are views on company culture among employees. Use surveys to obtain their opinions anonymously. If employees feel they can express themselves freely, they are more inclined to be open about what they like about their present work environment.
Connect with employees using digital tools and a digital workplace
Your business may hire employees to work remotely, on the go, or in your home office. Digital tools make it less stressful for employees to communicate with one another and feel like they are all on the same team.
A great platform for onboarding new staff is human resource management software. With access to various modules, the HR department can upload all the necessary information for employees to access at all times concerning all aspects such as payroll, performance management review, absence leave, time management.
Conclusion
There are plenty of ways to develop a strong company culture. It starts with understanding what makes your team tick and what they value. From there, it’s about putting those values into action and fostering an environment where people feel appreciated and supported.
Creating a strong company culture takes time, effort, and commitment, but the payoff is worth it. Companies should involve their employees more in decision-making. Employees proud to work for your company are more likely to be productive and stay with the organisation for the long haul.
